We believe that having a diverse and inclusive workforce makes us a stronger, more sustainable business. Diversity and inclusion is a key part of our strategy and developing a workforce that mirrors the communities we serve is key to our long-term success. Not only is it the right thing to do but it brings a competitive and commercial advantage by helping us to attract and retain talent, deliver better customer service, foster innovation and create value for all our stakeholders.

We are proud that 100% of employees in our markets are African and 98% of them are local hires. We strive to create a work environment in which all employees feel equally valued and are supported to embody our values of Excellence, Integrity and Partnership.

Gender diversity:

We are committed to creating an environment in which the contributions of employees are recognised and valued pari passu regardless of gender and in which everyone has equal opportunities to develop and progress in their careers.

Ethnic diversity:

We are committed to creating a business that reflects the races, ethnicities and cultures that exist in the communities in which we operate. We are proud to meet and exceed targets of ethnic representation at board level set by The Parker Review and diversity at all levels of our workforce forms key KPIs that drive our Sustainable Business Strategy.

Our approach extends beyond our organisation. Our Third Party Code of Conduct sets the standards we expect from our partners and suppliers, encouraging responsible business practices, treating colleagues and partners with respect, dignity and professionalism, and aiming to improve diversity throughout the industry. As part of our community strategy, we aim to support education and digital inclusion, with a focus on women and rural communities.

However, we recognise that there is more to do within our business, our industry and our markets.

For more on Board diversity, see our Annual Report and Accounts.

For more on initiatives to improve our diversity and inclusion, as well as key data, see our Sustainable Business Report.

Key figures:

Gender pay

Although Helios Towers is not obliged to report gender pay gap data as it has less than 250 employees, we are providing this information in the interest of transparency. We analysed the salaries of all Group employees including contractors as at 31 December 2020, as well as bonuses paid in respect of the 2020 financial year, and compared them to the prior year.

While equal pay is about ensuring women and men are paid the same amount for the same job, the gender pay gap represents the difference between the average earnings of male and female colleagues across the workforce, expressed as a percentage of the average male earnings.

We pay our men and women equally but we have a gender pay gap. There are currently more men than women in senior positions within the Company. Consequently, average male pay across the entire workforce is higher than average female pay, resulting in a gender pay gap.

Our average pay gap reduced in the top three quartiles between 2019 and 2020. However, the pay gap in the fourth quartile increased over the same period resulting in an increase in the overall pay gap across the entire workforce.

Our ambition over time is to reduce the gap across the workforce and, where appropriate to do so.

Methodology:

  • The analysis includes all employees and contractors as of 31 December during the relevant financial year.
  • Salaries are calculated as an hourly wage. Where annual salaries are included in calculations of total pay, part-time employee salaries have been adjusted to a full-time equivalent basis.
  • All permanent employees with at least three months of service are eligible to receive an annual bonus prorated to their time of service during the year and based on Company and individual performance. To facilitate comparability, employees who joined during the financial year have been adjusted to a full-year equivalent basis. Bonuses awarded to part-time employees have been adjusted to a full-time equivalent basis. Contractors who are not eligible to receive an annual bonus have been excluded from the bonus calculations.
  • The gap is calculated using the formula: Gap = [average (male population) - average (female population)] / average (male population)

Gender Pay: All Group employees and contractors

Salary gap by quartile